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Human Resources Executive

Company Size & Timeframe

  • $200 million subsidiary of $18B company
  • 6 days/week for 7 weeks

  • Results

    • Higher retention and offer acceptance due to comprehensive information and transparency
    • 400% productivity increase within acquisition team to address worldwide employee questions
    • Resolved issues more quickly and with better local knowledge of culture and working environment
    • Increased morale with excitement and more positive view of acquisition

  • Company Profile & Position

    • Interim HR Executive

  • Situation

    • Was acquiring a division that was 3.5x its current size in over 30 countries
    • Had gaps in expertise and bandwidth to properly execute within a tight timeframe
    • Needed additional resources for senior-level HR experience with acquisitions, integration and global environments

  • Implementation

    • Coordinated and implemented all aspects of retention and incentive program relating to acquisition for executives and key staff
    • Created and coordinated Q&A process and forum worldwide
    • Addressed situations from Q&A forum that had not come up during due diligence or the acquisition planning process
    • Provided insights and responses on individual cultures to properly address the actual vs. perceived situations
    • Worked with country HR leads, created global HR training and policy manual for all HR-related changes due to acquisition

Cerius Insights

An interim executive inherently brings with him or her the role of the “outsider” with no personal or professional agenda, combined with experience of the M&A process. Often this combination can bring a degree of comfort to employees as they weather this season of change, and minimize disruptions in employee productivity at a time when you need to maximize your company’s value.

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